Why should we hire a female apprentice?

Transcription

1 : Consider a female apprentice. Why should we hire a female apprentice? We re glad you asked, because hiring women is a brilliant way to solve the growing shortage of skilled workers. It s not just about equality it makes good business sense. Women have an excellent track record in trades, technology and science occupations. Progressive workplaces know that hiring women can improve their productivity and their bottom line and make their company more attractive to the talented, successful employees we re all looking for. 7 REASONS TO HIRE A FEMALE APPRENTICE 1. You can choose from a larger pool of talent. In fact, you can tap the untapped wealth of the great Canadian workforce. Over 50% of Canadians are women, and most are under-utilized in the skilled trades. Which is unfortunate because the best person for the job has nothing to do with gender it s attitude and willingness to learn. Women are not just capable, responsible and hard-working. They have the intelligence, ingenuity and eye for detail that every job site needs. 2. Revitalize business with a fresh outlook. Women see things differently, and that s good. With different life experiences they can offer new perspectives, new approaches and a fresh outlook. This can do more than improve performance and productivity it can inspire better work processes, unexpected solutions, even new products and services. By challenging accepted views, women can help you innovate for a real competitive edge. 3. Improve your market reach. If you have women customers, you need women staff. Women influence 80% of consumer purchases in Canada, and they re a growing proportion of trades and technology clients too. Women employees understand the needs of women clients and can help you identify new opportunities and markets. 4. Improve your public image. Cultivating a diverse workplace that mirrors the community will enhance your reputation for corporate social responsibility. It may even bring you positive publicity and a competitive edge when competing for tenders. 5. Attract more skilled workers. By hiring a woman in a skilled trade, your company could emerge as an employer of choice to attract the best employees. 6. Improve morale and employee retention. When women are accepted and accommodated in the workplace, they stay longer. And any improvements you make to accommodate women will affect your whole shop. Employees who have a voice and feel respected are more likely to stay committed to your company. Ensuring good health and safety standards and balancing work and home can increase everyone s job satisfaction to reduce absenteeism and enhance retention. And remember, it s worth the effort it costs many times more to find and train replacement staff than it does to provide conditions to satisfy existing personnel. 7. You may be able to access funding. As with other apprentices, the government supports hiring women apprentices in industry. Ask your local Apprentice Authority if there are tax-based financial incentives for businesses in your province or territory. WHERE TO FIND A FEMALE APPRENTICE: Apprentice Authority Contact your local apprenticeship and industry training office. Skills Canada Contact Skills Canada in your province or territory and arrange to set up a booth at the Young Women Exploring the Trades and Technologies Conference. High schools Contact local schools and ask if any young women would be interested in apprenticing with your company. Career fairs Attend career fairs at local high schools or post-secondary institutions. Career ads Advertise in your local newspaper or on the Internet. Local or National Organization Talk to a Women in Trades and Technology organization such as WITT, CCWESTT, Women Unlimited, and Women Building Futures. Your provincial/territorial apprenticeship branch office can provide you with contact information. 1

2 How do we recruit and retain a female apprentice? Women want the same things as men. A challenging and rewarding career in a safe and healthy working environment with equal pay and benefits. Opportunities to meet their personal potential and gain respect, self-esteem and a feeling of belonging. Help in obtaining professional development to advance their careers. And a reasonable balance between work and home life. 7 WAYS TO DO IT WELL 1. Create inclusive hiring policies and procedures. Use gender-neutral language in your job descriptions and recruiting materials, and include images of women employees in your website, ads and brochures. Remove all gender bias from interview questions, and make your hiring panel representative of the women you want to hire. 2. Prepare your workplace and work policies. While women are as capable as men they come with some common sense needs. For instance, does your shop have a women s washroom? Do your policies accommodate all employees needs to juggle work and family life? 3. Hold a welcome orientation. It is important to send a clear message that your company welcomes women and will not tolerate bias or discrimination. Hold a session to welcome your apprentice and introduce her to employees, managers and union officials. Explain how everyone fits in. Outline your workplace culture and work patterns, and provide basic training and safety procedures to jump start her productivity. 4. Encourage support from her colleagues. A woman apprentice often finds herself isolated on the shop floor. She depends on co-workers to share their know-how, so give her a chance to develop positive workplace relationships. Crush any notion that women are not smart enough or strong enough to work in the trades, and encourage peer recognition of the apprentice s efforts. 5. Systematically appraise and recognize her performance. As you would with any employee, give your female apprentice a professional job description that states the required skills, responsibilities and expectations of performance. Then encourage her to build her skills based on her own self assessment. Use performance appraisals as a chance to emphasize business priorities and build a culture of learning in your whole company. 6. Help her plan a career. Help your apprentice map out a changing and rewarding career, and outline a plan to advance in your company. Assess her aptitudes, explore her career plans, and identify promotion paths within the job. Then set goals together and plan skill development opportunities that recognize her unique needs and circumstances and make the most of her natural talents. 7. Encourage her professional development. Make an effort to create new challenges and responsibilities that build on your apprentice s different skill levels. Allow her to be away from work up to a week per year, without loss of pay, to train and network with other women. You may be able to access funding to pay some of these expenses. While you re at it, encourage all your staff to improve their know-how. Technology is developing rapidly and the skills of your workforce can quickly become outdated. Keep everyone well qualified by providing opportunities for continuous learning (especially during slow periods and production downtime). Now complete Section 4 Worksheet. 2

3 : WORKSHEETS Consider a female apprentice. Use these worksheets to collect your thoughts about hiring a female apprentice. Make copies and give them to your journeypersons and staff and get their ideas too. Then bring everyone together and compare notes. It s important that you have full staff support to make your program a success. 4.1 SHOULD WE HIRE A FEMALE APPRENTICE? Employers tell us that women employees give a definite advantage. If any of these benefits could help your business, check the left-hand column, and use the right-hand column for questions or comments. HERE S WHAT OUR COMPANY CAN GAIN FROM HIRING A FEMALE APPRENTICE. Access a bigger pool of talent Revitalize our business with a fresh outlook Improve our market reach Improve our public image Attract more skilled workers Improve morale for all staff We may be able to access funding 3

4 4.2 WHO CAN HELP US FIND A FEMALE APPRENTICE? Our provincial / territorial Apprenticeship Authority Skills Canada s Young Women Exploring the Trades and Technologies Conference. Career fairs at local high schools or post-secondary institutions. Put career ads in our local newspaper or on our website. See our Local or National Organization. Other? 4.3 DO OUR MATERIALS AND ACTIVITIES ATTRACT WOMEN? Do they use gender-neutral language and include images of women employees? Have we removed gender bias from job descriptions? Do we have women on our hiring panel? Have we removed gender bias from our interview questions? 4

5 Here is a reminder checklist of what s involved in hiring a female apprentice. Use the space to write down any questions or concerns you have about each point, and explore constructive solutions or adaptations to make female apprentices work in YOUR company. Got a great idea? Let us know at info@caf-fca.org. 4.4 WELCOME THE FEMALE APPRENTICE. Prepare your workplace and policies Make sure you have a women s washroom on the job site. Ensure your policies accommodate the need to juggle work and family life. Hold a welcome orientation Send a clear message that your company welcomes women employees. Introduce her to employees, managers and union officials. Outline job duties and workplace culture. Jump start with basic training and safety procedures. Encourage support from her colleagues Give her a chance to develop positive workplace relationships. Encourage peer recognition of her efforts. 4.5 CARE FOR HER CAREER. Systematically appraise and recognize her performance Give her a professional job description. Encourage self-assessment to build her skills. Use performance appraisal to stress business priorities and encourage innovation. Help her plan a career with your company Explore her aptitudes and identify promotion paths within her job. Set goals and plan skills development opportunities. Encourage her professional development Provide extra opportunities for learning during slow periods. Give her time off work to train and network with other women. 5